Overview: Comprehensively managing the school's human resources work, aligned with the group's operational and strategic planning, has ensured the smooth operation and growth of the school by implementing various HR requirements. Over the tenure, the total staff has increased significantly from over 200 to over 300, providing crucial service support to the school's development.  System Implementation and Policy Development: Localize personnel management systems from London headquarter and China Regional Office to efficiently support school operations, tailoring them to the school's specific needs and compiling relevant policies.  Budget control: Collaborate with finance to accurately forecast annual business data, meticulously plan staffing, and rigorously control annual personnel expenses, strictly adhering to the group's cost control guidelines to enhance overall efficiency.  Recruitment and Staffing: Spearhead the recruitment of diverse positions within the school, focusing on overseas hiring to secure approximately 40-50 foreign employees before the school commences in August annually. Additionally, oversee the fluctuating recruitment needs of various departments, including Chinese teachers, finance, IT, facilities, marketing and school admin team, throughout the year.  Salary Management: Conduct market research to obtain a comprehensive industry salary structure, optimize the current salary system, and attract and retain talent. In strict adherence to the human resource budget, collaborate with department managers to formulate and implement a reasonable annual salary adjustment plan for employees.  Training and Performance: Enhance the training system for functional employees, initiate and monitor the annual performance evaluation of all school departments, offer HR expertise to department managers, and provide guidance to help departments build efficient management teams.  HR Data Center Management: Aligning with group headquarters' directives, fully integrate the new HRIS module tool in the school, enabling seamless connectivity with various business modules of the group for efficient data sharing. Upgrade the attendance and leave tracking system within current constraints, boosting data management effectiveness and aiding in the optimization of overall attendance monitoring and control.  Foreign Employee Mobility: Lead the team to handle all the procedures for foreign employees to come to China, and cooperate with team members to manage and care for the life and work of foreign employees in China.  Employee Relations: Manage and coordinate employee interactions to foster a harmonious work environment, aiming to enhance employee satisfaction and loyalty. Deliver comprehensive HR services, including handling entry and transfer procedures, points gaining, household settlement, work-related injuries, and other HR-related matters. Talent Acquisition Manager (2019.11-2021.01) Understand and capture the recruitment department's ideal candidate profile accurately and swiftly, and proactively connect with potential candidates through diverse channels via comprehensive market mapping, with the aim of efficiently delivering high-end, top-tier recruitment services.  Expand recruitment channels based on position characteristics, optimize the recruitment process, deeply explore professional and core talents, enhance and diversify the group's talent pool, minimize recruitment costs, and improve recruitment outcomes.  Through the skillful use of overseas recruitment websites such as LinkedIn, TES, Schrole, and Indeed to develop the overseas recruitment market, the LinkedIn platform actively reaches out to candidates with a response rate of 47%, and achieves the delivery of key positions through active hunting.  Employer branding: Participate in campus recruitment, online information sessions and other activities to build employer branding, solve recruitment pain points, attract candidates, and enhance the visibility and reputation of NAE.  Founding project: lead the Suzhou campus project, analyze the talent demand list of the Suzhou campus, expand channels such as LinkedIn and overseas direct recruitment websites, establish a talent pool, maintain campus recruitment channels, and improve headhunting channels; participate in the important nodes of the project throughout the process, recruit more than 30 people to achieve the scheduled opening of the school in September 2021.

HRBP Manager of Online Business Unit (Internet) (2015.03-2019.11) Report to: Group VP Participated in the development and establishment of the online business department from scratch until it became a key business unit within the group. Led the creation of HR planning for the online department and enhanced the HR management system. Collaborated with the group's COE team to introduce the three-pillar HR management model, oversaw personnel allocation, and devised pertinent HR policies.  Team building: Set up an online business department from 0 to 1, combine the actual needs of the business, accurately recruit professionals, and build departments including but not limited to: technology development, sales, marketing, teaching, teaching services, etc.) and draw up JD for each position  Organizational Development Change:  Under the framework of the Group's organizational reform, as the promoter of the change of the business division, according to the current business situation, formulate the HR strategy of the business division, put forward suggestions on human resource management and organizational development of the business department, and integrate and deploy the overall structure of the business division  Lead the establishment of the organizational structure and personnel system of the business department, and formulate the annual human resource budget to meet the group's requirements for the labor cost and operating cost of the business department.  Talent Development:  Optimize the job competency model, design the talent growth path and personnel training plan, and effectively implement the talent development plan and implement it.  360-degree assessment is used to conduct a talent inventory of employees, and according to the results of the inventory, personal development plans for high-performance and high-potential talents are formulated and implemented.  Training empowerment: For the purpose of solving business development problems, carry out training work in a targeted and planned manner, design and plan e-learning course packages, and follow up the training progress of each department in real time and review the training effect.  Performance management:  Lead the formulation of the assessment plan for each position of the new business department, and conduct periodic review and adjustment according to the business development in the actual application, so as to maximize the drive of employees to make progress, achieve business goals, and achieve a win-win situation for the company and employees.  Regular monthly and quarterly performance management for employees in various departments of the business department.  In line with the group's annual appraisal timeline, carry out the annual performance evaluation of the business unit, follow up the performance interview and performance improvement plan, identify key employees, and achieve business development.  Salary management: Through the market situation, combined with the group's budget red line, the salary matrix of the business department is designed, and the annual salary adjustment plan is formulated and implemented. Regional HR Supervisor(2012.05-2015.03) Report to: Group HRD Independently manage 20+ centers in the region under its jurisdiction, and cooperate with the headquarters to connect with regional HR work, including the implementation of specific recruitment work, the operation of daily management procedures for employees, the implementation of training programs, the setting and implementation of salary + bonus + performance plans, the organization of national HR conferences, and the development and design of courses. HR information system construction: Participate in the promotion of the E-HR system of national branches, collect and count the BUG points encountered, communicate solutions, and achieve successful operation. Main achievements:  From 0 to 1, he participated in the preparation and construction of the online business department, until the online department grew into one of the three major business divisions of the group  Main business pain points and solutions:  The company's business transformation Internet + platform business planning status, leading the promotion of large-scale change management, cooperating with the group's VP and COE team to build a business department rank system, salary performance structure, talent management plan, etc., while promoting company-level reform.  In view of the contradiction between the current situation of industry performance management and the imperfect internal performance incentive mechanism, the recruitment of experienced and capable candidates has become a recruitment card point, and based on the pain points of recruitment, it is proposed to recruit high-potential inexperienced candidates to realize the rapid recruitment of employees to the post and ensure the matching of people and posts.

One of the top 100 famous schools in the country, one of the eleven Chinese foreign Language schools qualified to recommended Student directly to top universities determined by the Ministry of Education Teaching high school English, customizing personalized learning plans and learning plans for students, led Australian study tours, leading students to study in English and providing language guidance, and handling procedures and documents for foreign teachers to come to China.

Educational management

Study English Language and Literature.